The Consequences of not Being Me: Longitudinal Examination of the Relations Among Anticipated Discrimination, Authenticity, and Counterproductive Work Behaviors

IF 4 2区管理学 Q2 MANAGEMENT

Group & Organization Management Pub Date : 2022-06-22 DOI:10.1177/10596011221107720

Kayla B. Follmer, Mingang K. Geiger, J. Beatty, D. Follmer

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引用次数: 1

Abstract

The current study examines the relations among anticipated discrimination, authenticity, and counterproductive work behaviors (CWBs) in an employee population that is vulnerable to mistreatment—namely, employees with depression and bipolar disorder. Using a longitudinal research design, we collected data at 3 points in time from 279 individuals diagnosed with depression and/or bipolar disorder. We tested the extent to which authenticity mediated the relationship between anticipated discrimination and counterproductive work behaviors. Our results provided support for our research model. Thus, when individuals perceived that they were likely to be targets of discrimination due to their mental illness, it resulted in increased counterproductive work behaviors, and this effect was transmitted through decreased perceptions of authenticity. In addition, we tested stigma centrality and symptom severity moderators of the mediated relationships. We found support for symptom severity (but not stigma centrality) as a moderator in which the mediated relationship between anticipated discrimination and CWBs through authenticity was stronger for those with more severe symptoms.

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不做我的后果：预期歧视、真实性和反生产工作行为之间关系的纵向考察

本研究旨在探讨预期歧视、真实性和反生产行为(CWBs)在易受虐待员工群体中的关系，即患有抑郁症和双相情感障碍的员工。采用纵向研究设计，我们从279名被诊断为抑郁症和/或双相情感障碍的个体中收集了3个时间点的数据。我们测试了真实性在预期歧视和反生产行为之间的中介作用。我们的结果为我们的研究模型提供了支持。因此，当个体意识到他们可能因为自己的精神疾病而成为歧视的目标时，就会导致反生产行为的增加，而这种影响是通过降低对真实性的感知来传递的。此外，我们还测试了病耻感中心性和症状严重程度调节因子的中介关系。我们发现支持症状严重程度(而非污名中心性)作为调节因素，其中预期歧视与CWBs之间通过真实性的中介关系对于症状更严重的人更强。

本文章由计算机程序翻译，如有差异，请以英文原文为准。

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来源期刊

Group & Organization Management Multiple-

CiteScore

8.40

自引率

12.50%

发文量

期刊介绍： Group & Organization Management (GOM) publishes the work of scholars and professionals who extend management and organization theory and address the implications of this for practitioners. Innovation, conceptual sophistication, methodological rigor, and cutting-edge scholarship are the driving principles. Topics include teams, group processes, leadership, organizational behavior, organizational theory, strategic management, organizational communication, gender and diversity, cross-cultural analysis, and organizational development and change, but all articles dealing with individual, group, organizational and/or environmental dimensions are appropriate.